I N T H I S I S S U E

D E C E M B E R 2 0 1 0 N E W S L E T T E R I N S I D E T H I S I S S U E : U N F O R E S E E - A B L E E M E R - G E N C Y D I S T R I - B U T I O N S E X P L A I N E D D E A D L I N E T O M A K E 4 0 9 A C O R R E C T I O N S W I T H O U T P E N A L T Y I R S G U I D A N C E O N I N - P L A N R O T H R O L L - O V E R S F I N A L R E G S I S S U E D O N F E E T R A N S P A R E N C Y S E L E C T E D 2 0 1 0 Y E A R - E N D D E A D L I N E S 2 0 1 1 B E N E F I T A N D C O N T R I B U - T I O N L I M I T S F I R M I N F O 6 C O N T A C T S George F. Cicotte, george@cicottelaw.com Sandra I. Muller, sandy@cicottelaw.com William L. Martin III, treis@cicottelaw.com Treaver K. Hodson, treaver@cicottelaw.com 1 2 3 4 5 6 I N T H I S I S S U E Unforeseeable Emergency Dis- tributions: The IRS has explained unforeseeable emergency distributions for purposes of 457(b) and 409A plans in a recent examination of three distribution scenarios. Deadline for 409A Corrections and Updated Guidance from the IRS: December 31st is the deadline to make 409A corrections without penalty. The IRS has recently provided additional guidance to clarify and modify the 409A correction process. In-Plan Roth Rollovers: The IRS has issued guidance for plan sponsors on requirements for in-plan Roth rollovers for 401(k) and 403(b) plans that elect to include a qualified Roth contribution program. Final Regulations Issued on Fee Transparency for Participants and Beneficiaries: Plan administrators will now be required to provide certain plan and investment related information to participants and beneficiaries of participant-directed plans. Selected 2010 Year-End Dead- lines: Plan sponsors and employers should make certain they are in compliance with recent laws affecting retirement, and health and welfare plans prior to December 31, 2010. 2011 Benefit and Contribution Limits: Review updated information on the benefit and contribution limits for the upcoming tax year. I R S E X P L A I N S U N F O R E S E E A B L E E M E R G E N C Y D I S T R I B U T I O N F O R 4 5 7 ( b ) A N D 4 0 9 A P L A N S The IRS recently provided guidance in Revenue Ruling 2010-27 explaining what constitutes an unforeseeable emergency distribution for purposes of Code sections 457(b) and 409A. To qualify as a deferred compensation plan under 457(b), a plan must satisfy distribution requirements specified under the Code and applicable Treasury Regulations. The Code allows a distribution from a section 457(b) plan to be made available only for certain events, which include when a participant is faced with an unforeseeable emergency. An unforeseeable emergency is defined as a severe financial hardship of the participant or beneficiary resulting from (i) an illness or accident of the participant or beneficiary, spouse, or dependent; (ii) loss of the participant s or beneficiary s property due to casualty; or (iii) other similar extraordinary and unforeseeable circumstances arising as a result of events beyond the control of participants. In two scenarios where emergency distributions were requested for situations not within any specific examples in the regulations, the IRS concluded that repair of home damage caused by a water leak and payment of funeral expenses of a non-dependent son were similar enough to the specified examples and beyond the control of the participant or beneficiary. Consequently, the respective plans were permit- ted to make an emergency distribution that qualified under the Code. In a third scenario, however, a plan was not permitted to make an emergency distribution that would enable the participant to retire accumulated credit card debt because the emergency had not arisen beyond the participant s control. The IRS indicates that although a 457(b) plan is not subject to Code section 409A, the definition of unforeseeable emergency under the 409A regulations is substantially similar to those under section 457 of the Code. Therefore, the principles and rulings set forth in Revenue Ruling 2010-27 are also applicable to plans governed by Code section 409A.

Page 2 D E C E M B E R 3 1, 2 0 1 0 I S T H E D E A D L I N E T O M A K E 4 0 9 A C O R R E C T I O N S W I T H O U T P E N A L T Y The deadline to qualify for penalty free corrections to nonqualified deferred compensation plans that do not comply with Code section 409A is December 31, 2010. Amounts deferred under a nonqualified deferred compensation plan for all tax years are generally includible in income to the extent such amounts are not subject to a substantial risk of forfeiture, have not previously been included in gross income, and do not comply with 409A. Noncompliance with section 409A results in inclusion in income for all amounts deferred under the plan by a participant, a premium interest charge at the underpayment rate plus one percentage point, and an additional 20% tax. IRS Notices 2008-113 and 2010-6 provide procedures for relief and methods of correction relating to plan failures. Under transitional relief in Notice 2010-6, plans that are corrected under Notice 2010-6 on or before December 31, 2010 are treated as having been corrected on January 1, 2009. On November 30, 2010, the IRS issued Notice 2010-80 to provide clarifications and modifications to the applicable notices mentioned above. Some of the key provisions of Notice 2010-80 are included below. Key Clarifications and Modifications in Notice 2010-80: IRS Notice 2010-80 clarifies Notice 2010-6 issued in January by providing that the types of plans eligible for relief under 2010-6 include: (i) certain linked plans with plan document failures if the linkage does not affect the time and form of payment of amounts under the plan, and (ii) certain stock rights that were intended at the time of grant to be subject to, and compliant with section 409A, but that have a plan document failure. Notice 2010-6 is modified by providing an additional method of correction for certain failures involving payments dependent upon the employee completing certain employment-related actions, such as the execution and submission of a noncompetition agreement, a nonsolicitation agreement, or a release of claims. Under the additional method of correction, the failure may be corrected by providing for payment during a specified period not longer than 90 days following a permissible payment event, provided that if the period begins in one taxable year and ends in the subsequent taxable year, the payment will be made in the subsequent taxable year. In addition, for those plans that contain certain failures involving payments dependent upon the employee completing certain employment-related actions as of December 31, 2010, transition relief is available through December 31, 2012, as long as any payments made after March 31, 2011 that could be paid during a period that begins in one taxable year and ends in the next taxable year are made during the next taxable year, and provided further that to the extent any amounts remain deferred under the plan, the plan must be amended to be compliant no later than December 31, 2012. Notice 2010-6 is modified to provide relief from the requirement that an employer provide certain information to an employee with respect to a plan document correction made in accordance with the transition relief provided under such notice. The requirement that an employer include information with its own tax return relating to such a correction is not changed. The modifications for IRS Notice 2010-6 are effective for tax years beginning on or after January 1, 2009; and modifications for Notice 2008-113 are effective for tax years beginning on or after January 1, 2010. For more information on the section 409A correction process please see the article in our March 2010 newsletter at: www.cicottelaw.com/march2010newsletter. Noncompliance with section 409A results in inclusion in income for all amounts deferred under the plan by a participant....

Page 3 I R S G U I D A N C E O N I N - P L A N R O T H R O L L O V E R S For distributions made after September 27, 2010, the Small Business Jobs Act of 2010 added section 402A(c)(4) to the Internal Revenue Code to permit plans that include a qualified Roth contribution program to allow individuals to roll over amounts from their plan accounts to their designated Roth accounts in the plan. Currently, only section 401(k) plans and 403(b) plans are permitted to include qualified Roth contribution programs; however, for taxable years beginning after 2010, governmental 457(b) plans are permitted to include designated Roth accounts. IRS Notice 2010-84 was recently issued and provides guidance relating to rollovers from section 401(k) and 403(b) plans to designated Roth accounts in the same plan. Inplan rollovers may be direct or indirect. A direct rollover occurs when the plan trustee transfers an eligible rollover distribution from a participant s non-roth account to the participant s designated Roth account in the same plan. An indirect or 60- day rollover occurs when the participant deposits an eligible rollover distribution within 60 days of receiving it from a non-roth account into a designated Roth account in the same plan. A distribution rolled over as an inplan Roth direct rollover is not treated as a distribution for the following purposes: (i) transferring a plan loan to the designated Roth account without changing its repayment schedule; (ii) requiring spousal consent; (iii) requiring a participant s consent before an immediate distribution of an accrued benefit of more than $5,000; and (iv) eliminating a participant s right to optional forms of benefit. Plan sponsors of 401(k) and 403(b) plans that wish to adopt amendments permitting in-plan Roth rollovers are provided with extended amendment deadlines to allow 2010 in-plan Roth rollovers if the amendment s effective date is the date the plan first operated in accordance with that amendment. Thus, if a plan sponsor wishes to allow its participants to roll over pre-tax elective deferrals for the 2010 tax year, its eligible employees must be provided an opportunity to elect to designate elective deferrals as Roth contributions no later than December 31, 2010. Additionally, the plan must accept Roth rollovers as of the date participants are permitted to elect an in-plan Roth rollover. If a plan elects to offer in-plan Roth rollovers, the plan sponsor must include a description of this feature in the written explanation (section 402(f) Notice) the plan provides to its participants who receive an eligible rollover distribution. Model language for the notice may be found in IRS Notice 2010-84. In-plan Roth rollovers are not subject to the 10% additional tax on early distributions under Code section 72(t) and an in-plan Roth direct rollover is not subject to the mandatory 20% withholding under Code section 3405(c). However, an individual who makes an in-plan Roth direct rollover may need to increase his/her federal income tax withholding or make estimated tax payments to avoid an underpayment of tax penalty. If a plan distributes any part of the in-plan Roth rollover within a 5-taxable year period, then a special recapture rule applies, making the distribution subject to the 10% additional tax on early distributions under Code section 72(t) unless an exception to this tax applies or the distribution is allocable to any nontaxable portion of the inplan Roth rollover. A participant will generally report the taxable amount of an in-plan Roth rollover in the taxable year in which the rollover is made; however, for in-plan Roth rollovers in 2010, the participant may (i) report half of the taxable amount in 2011 and the other half in 2012 (2-year income spread); or (ii) elect to report the entire taxable amount in 2010. In the event a participant elects to include the taxable amount in 2010, this election applies to all of his/her in-plan Roth rollovers in 2010 and such election may not be revoked after the due date, including extensions, of his/her 2010 tax return. To qualify for the 2-year income spread, the distribution to be rolled over in an in-plan Roth rollover must be made no later than December 31, 2010, and the plan must have a designated Roth account in place at the time the distribution is rolled over. In addition, special income acceleration rules apply if the participant later receives a distribution of any amount of the taxable portion of the in-plan Roth rollover in 2010 or 2011 that would not have been included in gross income until 2011 and 2012. Under the special acceleration rules, the participant must increase gross income in the year of distribution by the amount of the distribution that the participant could have deferred to 2012. Deadlines for plan sponsors desiring to implement in-plan Roth rollovers are listed below: 401(k) plans have until the later of the last day of the year in which the amendment is effective or December 31, 2011. Safe harbor 401(k) plans have until the later of the day before the first day of the plan year in which the safe harbor plan provisions are effective or December 31, 2011. 403(b) plans have until the later of the plan s remedial amendment period or the last day of the first plan year in which the amendment is effective. Plan sponsors of a 457(b) government plan may adopt an amendment to include a designated Roth account after December 31, 2010, and then allow in-plan Roth rollovers. the plan must have a designated Roth account in place at the time the distribution is rolled over.

Page 4 F I N A L R E G U L A T I O N S I S S U E D T O I M P R O V E T R A N S P A R E N C Y O F F E E S A N D E X P E N S E S F O R P A R T I C I P A N T S A N D B E N E F I C I A R I E S Final regulations were issued by the Employee Benefits Security Administration ( EBSA ) that require participant-directed plans, such as section 401(k)-type plans, to provide a description of fees and expenses to all participants and beneficiaries. A participant-directed plan is a plan that provides for the allocation of investment responsibilities to participants or beneficiaries, and it is estimated that 72 million participants are covered by such plans. Although workers in participant-directed plans are responsible for making their own investment decisions, current law does not adequately ensure that all workers are given the information they need or ensure that information when provided, is furnished in a format useful to workers, particularly information on investment choices including associated fees and expenses. The regulations will ensure that all individuals who direct their plan investments will have access to the information they need to make informed decisions regarding the investment of their retirement savings, including fee and expense information. Information will also be required to be provided in a format that enables individuals to meaningfully compare investment options under their plans. Under the new regulations, a plan administrator is required to provide each participant or beneficiary certain plan related information, and certain investment related information. Plan Related Information: The plan related information a plan administrator must provide to participants and beneficiaries includes: (i) general plan information, (ii) administrative expenses information, and (iii) individual expenses information. General plan information consists of information about the structure and mechanics of the plan, such as an explanation of how to give investment instructions under the plan, a current list of the plan s investment options, and a description of any brokerage windows or similar arrangement that enables the selection of investments beyond those designated by the plan. Administrative expenses information is an explanation of any fees and expenses for general plan administrative services that may be charged to or deducted from all individual accounts, such as fees for legal, accounting, and recordkeeping services. Individual expenses information is an explanation of any fees and expenses that may be charged or deducted from the individual account of a specific participant or beneficiary based on actions taken by that person, such as fees for plan loans and for processing qualified domestic relations orders. The plan related information described above must be provided to participants on or before the date they can first direct their investments, and then again annually thereafter. Additionally, participants must receive statements, at least quarterly, showing the dollar amount of the plan related fees and expenses, whether administrative or individual, actually charged to or deducted from their individual accounts, along with a description of the services for which the charge or deduction was made. These specific disclosures may be included in quarterly benefit statements required under section 105 of ERISA. Investment Related Information: Administrators must provide investment data that includes information such as: (i) performance data, (ii) benchmark information, (iii) fee and expense information, (iv) internet website address, and (v) a glossary. Investment related information must be made available to participants or beneficiaries on or before the date they can first direct their investments, and then again annually thereafter. The information must be furnished in a format that will allow a comparison of each investment option available under the plan. The plan administrator may use a model comparative chart found in the appendix of the regulations to satisfy the comparative requirement. The effective date for the final regulation is December 20, 2010 and it becomes applicable to covered individual account plans for plan years beginning on or after November 1, 2011. Thus, for calendar year plans, compliance will be required on January 1, 2012. Under the new regulations, a plan administrator is required to provide each participant or beneficiary certain plan related information and certain investment related information.

Page 5 S E L E C T E D 2 0 1 0 Y E A R - E N D C O M P L I A N C E D E A D L I N E S Now is the time of year for plan sponsors to review their plans to determine whether they are in compliance or whether amendments need to be made. Required amendments and discretionary amendments that have been implemented by a plan must be adopted by December 31, 2010. Some of the amendments affecting retirement plans include compliance with areas such as: Heroes Earnings Assistance and Relief Tax Act of 2008 ( HEART Act ) - Provides retirement benefits to military personnel and their beneficiaries. Mandatory Amendments include: Death benefits Differential pay Discretionary Amendments include: Qualified reservist distributions Deemed severance from employment Benefit accruals for participants that become disabled or die while in military service Worker, Retiree, and Employer Recovery Act of 2008 Non-Spouse Beneficiary Rollover Pension Protection Act of 2006 Distribution and benefit accrual restrictions (applies to DB plans) Diversification of employer stock held in DC plans EGTRRA for Cycle E Plans Discretionary Amendments Designated Roth contributions Automatic contribution arrangement Loan or hardship distribution provisions Annual or post-severance contributions of accumulated and unused paid time off. Qualified Plan Required Notices: Plan sponsors should make sure all required notices relating to their retirement plans are provided in a timely manner to participants. Some of the required notices may include: 401(k) Plan Annual Automatic Enrollment Notice 401(k) Plan Safe-harbor Plan Notice Qualified Default Investment Alternative Notice Annual Funding Notice (applies to defined benefit plans) Benefit Statements Health and Welfare Plan Year-end end Compliance Issues Due to many changes in health care resulting from the Patient Protection and Affordable Care Act ( PPACA ), compliance with some of the following areas may apply: Areas Applicable to All Health Plans Beginning on or After September 23, 2010: Early Retiree Reinsurance Program Lifetime Limits on Essential Health Benefits Annual Limits on Essential Health Benefits Recissions Preexisting Condition Exclusion for Children Under Age 19 Coverage for Adult Children up to Age 26 No Reimbursement for Over-the-Counter Drugs W-2 Reporting of Value of Benefits Automatic Enrollment Grandfathered Status Areas Applicable Only to Non-Grandfathered Plans Beginning on or After September 23, 2010: First Dollar Coverage for Preventive Care Patient Protections Transparency Disclosure Revised Appeals Process Nondiscrimination Rules Extended to Insured Plans

T H E C I C O T T E L A W F I R M W W W. C I C O T T E L A W. C O M 2 0 1 1 R E T I R E M E N T, C O M P E N S A T I O N A N D H E A L T H B E N E F I T L I M I T S Retirement Limits Under Age 50 50 + Maximum salary deferral to a 401(k), 403(b) or 457 plan 16,500 22,000 Maximum annual additions to a defined contribution plan 49,000 54,500 Maximum annual benefit in a defined benefit plan 195,000 195,000 SIMPLE account maximum deferral 11,500 14,000 Maximum IRA Contribution (Deductible or Roth) 5,000 6,000 ESOP distribution periods 5 years 6-10 years account balances up to: 985,000 +195,000/year Compensation Limits 2011 Social Security Wage Base 106,800 Highly compensated employee 110,000 Maximum eligible compensation 245,000 SEP minimum compensation 550 Key employee Officer 1% Owner 160,000 150,000 Health Benefit Limits 2011 HSA - Individual 3,050 (4,050 for age 55 +) HSA - Family 6,150 (7,150 for age 55 +) High Deductible Health Plan Individual Family minimum deductible 1,200 2,400 maximum out-of-pocket 5,950 11,900 PPACA minimum annual limit on essential health benefits for 2011 750,000 (calendar year plan) Firm Description The Cicotte Law Firm is located in Kennewick, WA, and represents employers in several states in all aspects of benefits law, handling diverse employment, labor, tax and corporate matters. The Firm's practice covers all areas relating to employee benefits, including designing defined contribution-style health plans (HRAs, HSAs, & FSAs), assistance with CO- BRA, HIPAA, ARRA, and PPACA issues, advising on fiduciary responsibilities, maintaining legal compliance with non-discrimination requirements, analyzing unusual benefit claims, representing employers in labor relations matters where pension or welfare benefits are involved, advising on the federal tax implications of complex benefitsrelated issues, and examining the ERISA status of compensatory arrangements. Other practice areas vital to corporate function available at the Firm include corporate formation, corporate compliance, negotiations, mergers and acquisitions, SEC compliance, and HR liaison activities. The Firm is also able to assist companies with licensing agreements, non-compete agreements, and nondisclosure agreements. Disclaimer: Our firm issues this newsletter to provide legal updates in the areas of corporate and employee benefits law as a courtesy. This newsletter is for general information only and does not constitute legal advice. Additionally, this newsletter does not create an attorney-client relationship, nor does it create responsibility for The Cicotte Law Firm in regards to your corporate and employee benefit issues. Should you have any questions relating to matters discussed in this document, you should contact an attorney. Tel: 877.783.6699 509.783.6699 fax: 509.783.1166 info@cicottelaw.com 7025 W. Grandridge Blvd., Suite B2 Kennewick, WA 99336